Changing workplaces to reduce work-family conflict: schedule control in a white-collar organization.
Kelly-EL; Moen-P; Tranby-E
Am Sociol Rev 2011 Apr; 76(2):265-290
Work-family conflicts are common and consequential for employees, their families, and work organizations. Can workplaces be changed to reduce work-family conflict? Previous research has not been able to assess whether workplace policies or initiatives succeed in reducing work-family conflict or increasing work-family fit. Using longitudinal data collected from 608 employees of a white-collar organization before and after a workplace initiative was implemented, we investigate whether the initiative affects work-family conflict and fit, whether schedule control mediates these effects, and whether work demands, including long hours, moderate the initiative's effects on work-family outcomes. Analyses clearly demonstrate that the workplace initiative positively affects the work-family interface, primarily by increasing employees' schedule control. This study points to the importance of schedule control for our understanding of job quality and for management policies and practices.
Workers; Worker-health; Occupations; Behavior; Employee-health; Employees; Work-operations; Work-organization; Work-practices; Families; Job-analysis; Men; Women; Control-methods; Management-personnel; Administration; Workplace-studies
Erin L. Kelly, Department of Sociology, University of Minnesota, 909 Social Sciences, 267 19th Avenue South, Minneapolis, MN 55455
American Sociological Review
Portland State University